It may be time for an HR Audit! Has your organization ever conducted one?

A Human Resources Audit is the evaluation of all persons, systems, processes, practices and projects within your organization’s human resources department. A comprehensive audit performed by an HR professional will identify needs for improvement but most importantly will determine whether your organization is in compliance with the ever-changing rules and regulations of employment law.

Human Resources Audits should be performed by an unbiased individual outside of your organization in order to ensure the best review (and advice) possible. And, it’s important to conduct these audits routinely. Employment laws can affect any stage of the employment process and the only way to avoid costly fines and lawsuits is by constantly maintaining compliance.

There’s one more benefit of audits, for both you and your employees: they ensure you’re maintaining a happy and productive workforce. Because an HR Audit will review practices and employment-related programs within your organization, an audit will identify employee dissatisfaction or areas with a need for improvement. This reduces turnover and boosts the overall moral of the workplace.

Concerned about compliance or looking for some better practices to streamline your HR processes? HR Shield currently includes a FREE Compliance Survey & Employee Handbook with each new membership. And, you’ll get instant access to an extensive online library of forms, templates and training tools on everything from job interview tips to performance reviews and compliance.

Did we mention that each new client gets their very own HR Advisor as well? Each HR Shield Advisor has a minimum of ten years HR experience coupled with extensive business expertise in companies of all shapes and sizes.

Contact HR Shield today for more information, or sign up now by clicking here!

What is Mobile Recruiting?

There’s no doubt about it; we live in a digital age. Since every business professional today seems to be on the go and accessing everything and anything from their smartphones, mobile recruiting has become one of the newest (and most popular) trends in HR.

Mobile recruitment, also called “mRecruiting,” is the ability to recruit and engage a possible job candidate via their mobile device.   This new technology allows for organizations to deliver a digital call to action and capture a candidate’s phone number right off the bat. For example, when a candidate is standing in line at a business location or even a job fair, a sign could read “text JOB21 to 88899 to receive information on retail management positions.”

This allows for the recruiting company (or employer) to not only engage the individual, but it will also add them to their distribution/contact list where they are able to promote other job openings or important information.  Several organizations are in the process of developing compelling mobile campaigns in order to engage qualified prospects.

Many of the mobile recruitment sites permit job alerts to be sent out and received on smartphones, allowing potential new-hires the chance to review possible positions remotely and allowing them to have constant contact with the ever evolving job market.

Can mobile recruiting benefit your organization?

In a country where nearly everyone is mobile and the numbers continue to increase each and every day? YES! With society becoming more and more tech-savvy and our younger mobile-addicted generations entering the workforce, mobile recruiting appears to be a wave of the future.

Contact your HR Shield Advisor today in order to learn more about this recent trend. Mobile recruiting can allow you to attract the most desirable candidates in your industry!

Who are the Millenials?

Millennials are individuals born between the years of 1980 and 2000, and they’re very busy taking over the workplace!  Why? Because they can do anything they set their heart to! They’ve been raised by devoted parents, have very structured lives and their relationships are very diverse (just to name a few characteristics of this generation).

Millennials’ “can-do, will-do” attitude may be a bit daunting for Baby Boomers in the workforce who have exhibited brand, vendor and customer loyalty and don’t tend to accept changes as frequently as the younger generation.

But, there’s no reason to create a great divide; let’s look at the tremendous amount of opportunity in preparing Team Millennials for leadership and success.

  • Structure: As mentioned above, Millennials love structure. This should make tasks and deadlines more manageable within your workplace. Schedule every hour, day, week and month. Not only will Millennials enjoy the structure, you’ll enjoy the efficiency.
  • Respect: Millennials respect you… they want your feedback; they want your leadership. So don’t be afraid to give it to them. But, it’s a two way street. Don’t forget to respect the Millennials…they’re full of new ideas, ideas that may help shape the future of your Company. Respecting one another and approaching new ideas with an open mind is critical.
  • Teams: Millennials are used to interacting with people of all ages, religions, nationalities and backgrounds… Use this as an opportunity to build stronger teams at work. Don’t be afraid to partner up separate departments on various projects or company goals.
  • Retain: Remember, they’ve been told they “can do” anything. Promote personal development, growth, and their future with your Company. If they don’t feel needed or respected at your place of employment, they’ll move on… quickly!

The reality is that Millennials will be taking over countless companies before you know it. Ask yourself: Are you preparing them, or are you hindering them? The years ahead contain tremendous opportunity for all if you promote a positive working environment.

Streamline your human resources administration with HR management best practices from HR Shield. Call and meet your HR Advisor (877) 636-9525, or contact us for more information.

Last week we discussed the common warning signs of domestic abuse victims. If you suspect an employee of being abused, below is a recommended course of action.

DO:

  • Express concern and ask if something is wrong
  • Listen
  • Offer help through contacting your Employee Assistance Program (EAP) or a local shelter/counseling center.
  • Notify the police if threatening messages are received at the office, or the  employee’s spouse poses a threat to your workplace

DO NOT:

  • Wait for the employee to come to you
  • Judge
  • Pressure the employee for an explanation or answer
  • Threaten the employee’s position
  • Give advice

 

If your employee does not want to share information with you, you are still obligated as their employer to minimize risks in the workplace under OSHA.  In some states, employers are allowed to obtain restraining orders against employee’s spouses, to keep them away from the workplace. However, by doing this you could be doing more harm than good for the victim.

We recommend that you immediately contact an HR Advisor or your local domestic violence hotline/help center before taking action on your own.  As an employer, you are not in a position to provide direct help, or offer advice on their specific situation. You should always do the best you can in getting them the help they need, and ensuring that your workplace remains safe for ALL employees, not just the victim.

Victims of domestic violence and abuse are everywhere, yet we often inadvertently overlook or excuse our suspicions, especially when the suspected victim denies any such case.  Do you suspect that an employee of your workplace is a victim?

Join us for our two-part HR Shield series as we review the employee warning signs of domestic violence, and an appropriate action plan for employers.

Domestic abuse is not always physical; often it’s psychological, which can make identifying various warning signs much more difficult. As an HR Professional or employer, you have the responsibility of protecting your employees within their workplace.  You may never know what goes on behind closed doors, but if you suspect domestic violence, your best course of action is to ACT.

If one employee is in a dangerous relationship, it could quickly escalate to a much larger problem, for not only your employee, but your entire team.  In extreme situations, an employee’s abusive spouse could eventually show up at the workplace.

Employee Warning Signs:

  • The employee seems afraid or anxious around their partner… perhaps you have had a chance to meet their partner at a company outing, or they have stopped by the workplace on occasion.
  • Frequent check-ins at the office. Is your employee’s spouse constantly calling the office, or is your employee taking short breaks to “check-in” all of the time?
  • The employee has mentioned their spouse’s temper, or jealousy.
  • The employee has unexplained injuries.
  • Frequent sick days/ or last minute call-ins.
  • Suspicious wardrobe choices. For example, long sleeves or turtlenecks in the warmer months.
  • A sudden change in confidence.
  • Never wanting to participate in or attend employee outings or workplace festivities.
  • Exhibiting depression or anxiety.

These are just some telltale signs and symptoms of emotional abuse and domestic violence. If you witness any warning signs of abuse surrounding an employee, take them very seriously. Next week we will be reviewing an employer’s action plan.

For immediate advice, please contact an HR Shield Advisor.

Additional Resources: National Domestic Violence Hotline: 1-800-799-SAFE (7233)